This research report introduces task completion deadlines as a novel influence on empowering leadership and its outcomes. Based on the cost of autonomy theory and temporal construal theory, the author develops a theoretical model that explains short- and long-term deadlines as moderators of the relationship between empowering leadership and followers’ proactive behavior.
She proposes short-term deadlines to reverse, and long-term deadlines to strengthen the actually positive effect of empowering leadership on followers’ proactive behavior. Based on prior literature, these assumptions can only be partly confirmed since relating studies are mainly on the team-level. Practical implications as well as future directions for research are provided.
Table of Contents
1. INTRODUCTION
2. THEORY AND PROPOSITIONS
2.1 Conceptual model
2.2 Empowering Leadership and Follower’s Individual Performance (H1)
2.3 Mediating Effects of Followers’ Proactive Behavior (H2)
2.4 Task Completion Deadlines and Followers‘ Proactive Behavior (H3)
2.5 The Moderating Effect of Task Completion Deadlines (H4)
3. RESULTS AND CRITICAL EVALUATIONS
3.1 Empowering Leadership and Followers’ Individual Performance (H1)
3.2 Mediating Effects of Followers’ Proactive Behavior (H2)
3.3 Task Completion Deadlines and Followers’ Proactive Behavior (H3)
3.4 The Moderating Effect of Task Completion Deadlines (H4)
4. DISCUSSION
4.1 Conclusion and Practical Implications
4.2 Limitations and Future Directions
Research Objectives and Key Topics
This report investigates the moderating role of task completion deadlines (short-term vs. long-term) on the relationship between empowering leadership and followers’ proactive behavior and subsequent job performance. It aims to determine whether specific time constraints can enhance or diminish the typically positive impact of empowering leadership on individual performance outcomes.
- Empowering leadership dynamics and autonomy
- Individual proactive behavior in the workplace
- Temporal construal theory and deadline effects
- Cost of autonomy and task performance
- Moderating influence of short- and long-term deadlines
Excerpt from the Research Report
2.4 Task Completion Deadlines and Followers‘ Proactive Behavior (H3)
In today’s working environment, the word “deadline” has received an indispensable meaning as various task completion deadlines confront both managers and employees on a daily basis. Deadline is thereby defined as “the latest time or date by which something should be completed” (Oxford Dictionaries, 2018). Beyond that, I divide task completion deadlines into short and long-term deadlines. In this paper, short-term deadlines are understood as up to one year. Anything that goes beyond this is understood as a long-term deadline (Cambridge Dictionary, 2018).
Temporal construal theory (Liberman & Trope, 1998) describes the relation between temporal distance (time) and the extent to which people's thinking about situations is abstract or concrete. The theory proposes that individuals use lower level of abstractions, that is, more concrete actions and focusing on the present in more detail, when they think about situations in the near future compared to distant future situations. In line with Gollwitzer’s action phase theory (1990), Liberman & Trope argue that temporal distance increases the likelihood of deliberating rather than implementing behavior. Regarding time completion deadlines in a working environment, long-term deadlines with more temporal distance therefore may increase deliberating behavior. Inversely, follower may behave more proactive when it comes to achieving goals in the short-term, because they put more value and worth into tasks that have to be done more immediately.
Summary of Chapters
1. INTRODUCTION: This chapter introduces the research focus on empowering leadership, the importance of proactive behavior in modern organizations, and the proposed influence of task completion deadlines as a moderating factor.
2. THEORY AND PROPOSITIONS: This section develops the conceptual model and outlines hypotheses regarding the relationship between empowering leadership, proactive behavior, and the moderating role of temporal constraints.
3. RESULTS AND CRITICAL EVALUATIONS: This chapter reviews existing literature to evaluate the proposed hypotheses, critically assessing previous findings on leadership styles, proactive behavior, and deadline effects.
4. DISCUSSION: The final chapter summarizes findings, discusses practical implications for managers, and outlines limitations and future research directions.
Keywords
Empowering Leadership, Proactive Behavior, Task Completion Deadlines, Job Performance, Autonomy, Temporal Construal Theory, Cost of Autonomy, Short-term Deadlines, Long-term Deadlines, Employee Motivation, Decision-Making, Goal-setting Theory, Workplace Stressors, Organizational Behavior, Leadership Effectiveness
Frequently Asked Questions
What is the core focus of this research report?
The report focuses on how different timeframes for task completion—specifically short-term versus long-term deadlines—moderate the effectiveness of empowering leadership in promoting employee proactive behavior and job performance.
What are the central themes discussed in this paper?
The central themes include the mechanics of empowering leadership, the psychological drivers of proactive behavior, the impact of time pressure on goal prioritization, and the potential costs associated with individual autonomy.
What is the primary research objective?
The primary objective is to evaluate whether task completion deadlines serve as a boundary condition that can either enhance or hinder the positive influence that empowering leadership traditionally has on employee performance.
Which scientific theories support this analysis?
The study relies on several key theories, including Temporal Construal Theory, Cost of Autonomy Theory, Self-Determination Theory, and Goal-Setting Theory.
What topics are covered in the main section of the paper?
The main section details the conceptual research model, provides hypotheses (H1-H4), and conducts a critical evaluation of existing studies to see if these hypotheses can be supported by current empirical evidence.
Which keywords best characterize this work?
Key terms include Empowering Leadership, Proactive Behavior, Task Completion Deadlines, Autonomy, and Job Performance.
Why are short-term deadlines assumed to positively influence proactive behavior?
The author argues that short-term deadlines increase time pressure, which elevates the perceived necessity of taking immediate action and acting proactively to achieve goals.
What is the "mere deadline effect" mentioned in the study?
The "mere deadline effect" suggests that longer deadlines are often perceived as more difficult and resource-intensive, which can lead employees to feel overwhelmed or procrastinate.
Why might empowering leadership be less effective under short-term deadlines?
Under short-term constraints, the "cost of autonomy"—the time needed for employees to adapt to new responsibilities—may cause initial performance dips, making more directive leadership styles potentially more efficient in the short run.
- Citar trabajo
- Stefanie Hirth (Autor), 2018, Empowering Leadership and Followers’ Individual Performance. The Mediating Effect of Proactive Behavior and the Moderating Role of Task Completion Deadlines, Múnich, GRIN Verlag, https://www.grin.com/document/924696
